As one of the world's most popular web destinations, YAHOO! is an expert in helping people to find what they want. So it's no surprise that when HR leadership went searching for a new approach to managing the company's HR organization, they found exactly what they were looking for: Workday
Human Capital Management (HCM).
Kristen Robinson, Senior Vice-President of Global HR programs, rewards and operations, led the charge. "I have to say, I didn't come into Yahoo! thinking, I need to switch out the core HCM," says Robinson, who arrived at the company in 2010. "But what I did see early on is that for my team to be
effective, we needed to do HR differently. I quickly realised that technology was absolutely critical in enabling HR to achieve its goals.
Yahoo! Business Case at a Glance Leader in Internet search and digital media14,000 employees in over 30 countries $6 billion (£4 billion) in revenues (2010)Yahoo!'s headquarters are in Sunnyvale, California. Workday SolutionsHuman Capital Management Cloud Connect for Third-Party Payroll Summary of Business Benefits Greater usability driving employee and manager engagement and adoption Single source of the truth for global workforce intelligence More strategic role for HR
Workday to the Rescue
That's exactly what Workday offers. With its Software-as-a-Service (SaaS) model, information is available from anywhere, at any time, to managers and employees alike. The time and cost of implementation is lower since nothing needs to be deployed and managed on-premise;
instead of costly, time-consuming upgrades, Workday provides regular vendor-managed updates. As a result, the software is never out of date, one of Robinson's
chief concerns."The fact that we can have the latest and greatest in the Workday solution as it evolves over time is just really exciting. We don't have to do a new implementation that
takes 12 months and costs us another million dollars," says Robinson. "Every time you have an update — which is every four months — there's more capability available
to you. There's more functionality. That is really, really important to us."
The sheer usability of Workday was another aspect that appealed to Robinson and her team. "If our managers, employees, and HR teams don't want to access our system, it means someone else has to do those things for them. And that's not the best use of our investment in HR," she observes. Workday will free up HR resources for other, more strategic tasks Workday also offers the global capabilities Yahoo! needs for its widespread workforce, including support for multiple languages and currencies and country-specific security and regulatory support. Finally, with Workday, Yahoo! will have a "single version of the truth"-visibility into the entire workforce, the critical element for making strategic decisions. As Robinson says, "The data and the analytics will help us provide decision support to our executives. Not just on an employee-by-employee basis, but at the aggregate level.
The present market is into Big data analytics which Workday has adopted to suit the customer needs.
In this highly scattered data world, there is a demand for refined data to be presented at the tick of fingertips, big data analytics is the right choice for the Workday HCM customers for their streamlined data to be presented in an effective way. What is the importance of big data in IT WORLD?
Workday big data analytics can help decision makers to leverage their companies' data in proper format. It enables organizations to consolidate structured and unstructured data and combines them with workday data to gain new business insight. It gathers the raw data and segregates to identify the data which is required for analysis rather than going through large quantities of data, we can add or modify the data to do analysis. It has nearly 220 pre-built applications to do analysis quickly where we can modify each template to meet customer needs.
Few of the pre-built analytic templates for HR and finance business scenarios are as follows:
• Market Compensation Comparison ( It is used to analyse organization's compensation by job profile to determine whether customer is providing competitive compensation to catch the best talent pool from the market where workforce planning as well to influence budget to retain the top pool of talented resources)
•Global Payroll Cost Analysis
Headcount Analysis
•Retention Risk and Impact Analysis
•Sales Performance
•Revenue Pulse
•Customer Profitability 360
•Supplier Sentiment Analysis
When it comes to the security, all data is encrypted at rest and security features between workday and big data is much secured and it has a single sign-on feature between workday and big data.
